Project management courses

PRINCE2 Foundation Certification is a popular online project management course.  The course was introduced by UK government. The certification program has seven processes. They are:

• Starting up a project – forming project board, appointing an executive and defining the project approach are the main steps in this stage.
• Initiating a project – planning quality, defining business risks and setting up business files.
• Directing a project – authorizing a project, giving ad hoc direction and confirming project closure is the key activity in this stage.
• Controlling a stage – reviewing stage status, reporting highlights and taking corrective action are the main activity in this stage.
• Managing stage boundaries – updating the risks, reporting stage end and producing an exception plan are the main tasks in this process.
• Managing product delivery – accepting, executing and delivering a work package are the key activity in this stage.
• Closing a project – decommissioning a project, identifying follow on actions and project evaluation review are the main tasks in this process.

Delhi management courses

I am impressed and my career got a new direction from PMP training Delhi. Their trainers are very experienced and success rate is almost 98%. They provide free online prep materials. They also provide 800+ practice questions, required study materials, PMP study course completion certificate and valuable exam taking tips.

Project management exams

Online PMP exam has two stages. They are:

• The foundation exam – this is a one hour single choice exam.
• The practitioner exam – this is a two and half an hour exam and has to be retaken in every five years.

A person can appear in this exam with self training. There are many institutions that offer PMP training courses. Some of them are online and others are not.

                               

It is expected that after passing this exam a person will be able to manage projects within a clearly defined framework.

Article / Topic: Why Did We Ever Go Into HR

Written By: By Mathew D Bretfelder & Daisy Wademan Dowling

June-July: 2008

Summary

They have identified some characteristics that persist regardless of a company’s size, industry, location, and culture.

The best-known proponent of this approach is General Electric, whose renowned Crotonville leadership center closely resembles a business school. It has a P, not just an L, forward looking companies treat HR as an engine for both savings and revenue, deliberately blurring the lines between business activity and people development.

 Every company talks about innovation, but too few extend it beyond the R&D function. It makes big places smaller. HR is poised to become major face book of the modern corporation. Many knowledge management initiatives have failed because employees weren’t inspired to use them. HR often gets trapped in policing role, monitoring compliance with employment laws, and enforcing codes of conducts. The HR has often seen its mission as one of helping workers overcome deficiencies that hinder their performance. Without ignoring these tasks, the new HR concentrates on positive.

Ref –Page, No 39
HBR